this file 916 3655 1 PB
THE INFLUENCE OF HUMAN RESOURCES INFORMATION SYSTEM USE
ON EMPLOYEE SATISFACTION AND EMPLOYEE PERFORMANCE
(Case Study of The HRIS Use At Koperasi Simpan Pinjam Rasa Mandiri Malang)
Aditya Yudistira
Endang Siti Astuti
Kertahadi
Fakultas Ilmu Administrasi
Universitas Brawijaya Malang
yudistiraa.aditya@yahoo.com
Abstrak
Penelitian ini bertujuan untuk, Menganalisis pengaruh penggunaan sistem informasi sumber daya
manusia terhadap kepuasan karyawan, Menganalisis pengaruh penggunaan sistem informasi sumber daya
manusia terhadap kinerja karyawan, Menganalisis pengaruh kepuasan karyawan terhadap kinerja karyawan
pada Koperasi Simpan Pinjam Rasa Mandiri. Tujuan utama peneliti menggunakan metode penelitian
kuantitatif adalah untuk menjelaskan penggunaan sistem informasi sumber daya manusia yang berpengaruh
terhadap kepuasan dan kinerja karyawan. Berdasarkan hasil penelitian, peneliti menyarankan: Pengelola
sistem informasi sumber daya manusia di Koperasi Simpan Pinjam Rasa Mandiri diharapkan lebih
mengoptimalkan kenyamanan dalam mengakses, meningkatkan respon sistem yang cepat, meminimalisir
tingkat resiko operasi sistem, Pengelola sistem diharapakan lebih mengoptimalkan tingkat ketelitian dalam
sistem, meningkatkan tampilan sistem supaya memberikan informasi yang sangat jelas, dan sisi kemudahan
menggunakan sistem lebih ditingkatkan, Dan pengelola sistem informasi sumber daya manusia tersebut
setidaknya melakukan pembenahan dalam menghasilkan jumlah data supaya lebih konkrit.
Kata Kunci : Penggunaan HRIS, Kepuasan Karyawan, Kinerja Karyawan
Abstract
The purpose of this study was to analyze the influence of the human resources information systems of
use on employee satisfaction, analyze the influence of the human resources information systems of use to
employee performance, analyze the influence of satisfaction on the performance of employee in Koperasi
Simpan Pinjam Rasa Mandiri. The main goal of researchers using quantitative research method is to explain
the influence of human resources information systems of use that affect the employee satisfaction to employee
performance. Based on the results of the study, researchers suggest: The manager of the human resources
information systems in Koperasi Simpan Pinjam Rasa Mandiri is expected to further optimize the comfort in
access, improve systems response that quickly, minimize the risk of systems operations, The manager of the
systems expected further optimize precision level in the systems, increase the longer the format of the systems
in order to provide information that is very clear, and in the ease of use the systems further improved. And the
manager of the systems are at least doing improvements in result the amount of data that is more concrete.
Keywords : HRIS Use, Employee Satisfaction, Employee Performance
Jurnal Administrasi Bisnis (JAB)|Vol. 23 No. 1Juni2015|
administrasibisnis.studentjournal.ub.ac.id
1
1. INTRODUCTION
Human resources information systems has
a strategic role for the improvement of
organizational performance and the performance of
the human resources to be able to support the
achievement of a competitive advantage. The role
of human resources information systems for
organizations such as human resources information
systems can integrate the management of human
resources in all the functions within organizations
or departments that are spread throughout the
organization, provides information that is essential
to support the manager decision making related to
human resource management, and human
resources information systems could facilitate the
implementation of the monitoring and evaluation
of human resources in the organization. While the
role of the human resources information systems in
the human resources department include checking
capability employee to fill gaps projected in the
organization, highlighting the position of the
incumbent is expected to be promoted, retired, or
dismissed and describe specific jobs or job
classification which has a high turnover rate,
dismissal, absenteeism, performance, and
problems that exceeds normal standards.
As the key, human resources will determine
the successful execution of the company's
activities. Demands the company to acquire,
develop, and retain qualified human resources
increasingly urgent, according to the dynamics
ever-changing environment. Changes need to have
the support of top management as an important first
step to do. Leaders must be able to create and
manage a team, work processes must be developed
and the process of human resources should be a
major focus. Changes and the increased role of the
human resources function is fundamental to
support the organization success. Employee
performance
improvement
and
employee
satisfaction will individually encourage the
performance of human resources as a whole, which
play a role in the increase of productivity. Human
resource management related and affect the
performance of the organization and satisfaction by
way of creating value or use the expertise of
human resources relating to management
practices and target are quite extensive, is not only
limited to the purely operational employee, but
also the managerial levels. Employee performance
appraisals can be a major source of information and
feedback to employee development in the future.
While the assessment of employee satisfaction, for
example with respect to their own work, salary or
wages, promotion, supervision, and co-workers.
Employee performance appraisal and
employee satisfaction must be done regularly and
continuously. The results presented to the board of
directors, supervisors, and to subordinate and then
inserted into the document files employee
concerned, in that it can be used in the human
resources information systems.
2. LITERATURE REVIEW
2.1 The Human Resources Information
Systems
Every company has a system to collect and
maintain data that describes human resources,
turning that data into information, and report that
data to the user. This systems is called the human
resources information systems (HRIS).
According to (McLeod, 2005) Human
resources information systems is a system that
provides information on the human resources of the
company. In other words, the human resources
information systems is a form of interaction or
meeting between the fields of human resource
management and information technology.
2.2 The Characteristics of The Human
Resources Information Systems
The characteristics of the information
prepared in the human resources information
systems are :
a. Timely
b. Accurate
c. Concise
d. Relevant
e. Complete
Manager in a company require information
which has the above characteristics in order to take
a decision.
2.3 The Purpose of Human Resources
Information System
The main purpose of the human resources
information systems, is to improve the efficiency,
where employee data and human resources
activities are combined into one. Many human
resource activities more efficient and less writing
work with automation, and the availability of better
information. The second objective of the human
resources information systems was so that more
strategic and planning-related human resources.
Having an easily accessible database would make
human resources planning and managerial decision
making is based more on information than relying
on managerial and institutional perception.
Jurnal Administrasi Bisnis (JAB)|Vol. 23 No. 1Juni2015|
administrasibisnis.studentjournal.ub.ac.id
2
2.4 The Human Resources Information
Systems of Use
The human resources information systems
of use aimed at improving the comfort access
systems, minimizing any risks of the operation on
access, providing a very quick systems response,
easy to identify when an error occurred and the
systems security can be trusted. The basic form of
the human resources information systems, the
process of creating a human resources or personnel
is reliable in supporting the creation of business
growth, one of them in a manner, balancing the
needs of the employee with the rate of growth of
the quantity of business companies, management
of employee motivation in order to remain
competitive and develop human resources to have
an insight into global business and management
skills, superior in comparison with competitors
2.5 Employee Satisfaction
The positive experience of the use of the
systems will encourage complacency from the
user. If the use of the system can not meet the needs
of the user, it will not increase user satisfaction and
usage in the future will not be realized. Employee
satisfaction is a predictor of significance for
employee, as well as vice versa. Employee
satisfaction is a predictor for individual impact that
would affect the organizational impact. And
determinants of employee satisfaction is the quality
of information, quality systems, quality of service,
and use of such information from the systems.
2.6 Employee Performance
The performance is basically the work of an
employee in a particular period that is individual,
because each employee has a different ability level
in the task of its work. Employee work results will
be good and in line with targets set if employee feel
safe and comfortable in a given job. According to
(DeLone and McLean, 2003) Performance is
defined as a measure of success of a person's
behavior as employee or in work, achievement of
the targets set a target goal of work, way of working
and the nature of one's personal or learning
outcomes that resulted from a job function within a
given time period or at this time.
2.7 The Influence of HRIS Use on Employee
Satisfaction
The influence of the human resources
information systems use on performance can be
defined as the level at which a person believes that
using the systems can improve its performance.
This will be focused to see to what extent the
impact of the use of the human resources
information systems to the satisfaction of the
employees. If a person feels satisfied towards
information systems are used, then they will tend
to feel comfortable and secure during work with the
use of these systems so that they will find it helpful
in completing the job. Predicted that the higher
levels of job satisfaction will use information
systems, it will be the higher the level of their
performance as well.
2.8 The Influence of HRIS Use on Employee
Performance
The human resources information systems
of use is very influential with the performance of
employee, namely, improving the performance of
the individual users of the systems, the intensity of
use of the systems significantly to affect the
performance of employee and shows a positive
relationship between the intensity of use of the
employee performance. When the level of the
systems of use by the user either will be the better
also their performance levels. Improvement of the
learning systems users this affects the quality of
performance of employee in the company.
2.9 The Influence of Employee Satisfaction on
Employee Performance
The job satisfaction of employee was a
significant predictor of an employee performance
itself. Employee satisfaction on that systems that
can meet the needs of the work will affect the
performance of individuals in the organization. The
higher the satisfaction of the employee
performance is going to be higher. The
performance of the employee affected by the
employee satisfaction. Employee satisfaction itself
is the individual feelings towards his work.
3. RESEARCH METHODS
3.1 Type of Research
This type of research is an explanatory
quantitative research is to describe the human
resources information systems of use that influence
employee satisfaction and performance. This
research was conducted in Koperasi Simpan
Pinjam Rasa Mandiri. Explanatory research is a
research that explains the causal relationships
among variable and hypothesis testing studies. In
explanatory research, the approach used in this
research is a survey method, namely research
conducted to obtain facts about phenomena that
exist in the object of research and look for the
actual description and systematic.
Jurnal Administrasi Bisnis (JAB)|Vol. 23 No. 1Juni2015|
administrasibisnis.studentjournal.ub.ac.id
3
3.2 Research Variable
In this study the variables examined are
divided into two groups, the independent variable
and the dependent variable. Definitions for each of
these variable is as follows :
1. Independent Variable
X = The Human Resources Information
Systems of Use.
2. Dependent Variable
Y1 = Employee Satisfaction.
Y2 = Employee Performance.
3.3 Data Collection Techniques
Data collection methods used by research to
obtain data is as follows :
1. Questionnaire.
This method is done by making a list of
questions relating to the issue of research to the
respondents. Is a technique now by spreading
data feeder consisting of a set of questions
addressed to the respondents to obtain data in
writing related to this research. The closed
questionnaire form, in which respondents can
only select a choice answers with the answers
that had been provided.
2. Observation.
Observation is a data collection done by
observing or observing people or events in the
work environment and record information. In
observation techniques researchers observed
the company to obtain an overview as well as
the activities conducted with regard to the use
of information technology at Koperasi Simpan
Pinjam Rasa Mandiri.
3.4 Test Research Instrument
This research used in the questionnaire as a
tool of analysis. Therefore, in the analysis carried
out more resting on the respondents score on each
observation. Where as a validity score response
depends on data collection. Good data collection
instruments must satisfy the essential requirements
which are 2 valid and reliable.
1. Validity Test.
2. Reliability Test.
3.5 Analysis Method
1. Descriptive Statistics Analysis.
The data analysis was conducted after
investigators gather all the necessary data in
the study. Researchers have done some
preparation phase of data to facilitate the
process of data analysis and interpretation of
the results, namely: editing, coding, tabulate.
2. Inferential Analysis.
a) Path Analysis.
Path analysis is regression analysis to
estimate the causal relationships between
variable or causal model predetermined
based on the theory.
b) Looking Directly Influence.
Direct connection occurs when one variable
affects other variable, without any third
variable that mediate the relationship
between the two variable to find the direct
influence between the variables of the
analysis of the first path created equations
to find the path coefficient.
c) Looking Indirect Influence.
Looking for the magnitude of the indirect
effect between variable can be done by
multiplying the path coefficient. Based on
the path diagram, the influence of indirect
variable is by multiplying each the Beta β
coefficient path X on Y1 and Y2.
4. RESULT AND DISCUSSION
4.1 Calculation Analysis of Path
As for the calculation of the direct influence
of the partially variable is as follows:
a) Direct influence between HRIS of use variable
(X) against employee performance variable
(Y2). From the calculation results in partial
HRIS of use (X) has a significant influence on
employee performance variable (Y2) at the
error rate of 0.05 (α = 5%) when other variable
are assumed constant. This can be evidenced
by the magnitude of the Beta β coefficient path
0,383 t with a probability value of 0.009 (0.009
ON EMPLOYEE SATISFACTION AND EMPLOYEE PERFORMANCE
(Case Study of The HRIS Use At Koperasi Simpan Pinjam Rasa Mandiri Malang)
Aditya Yudistira
Endang Siti Astuti
Kertahadi
Fakultas Ilmu Administrasi
Universitas Brawijaya Malang
yudistiraa.aditya@yahoo.com
Abstrak
Penelitian ini bertujuan untuk, Menganalisis pengaruh penggunaan sistem informasi sumber daya
manusia terhadap kepuasan karyawan, Menganalisis pengaruh penggunaan sistem informasi sumber daya
manusia terhadap kinerja karyawan, Menganalisis pengaruh kepuasan karyawan terhadap kinerja karyawan
pada Koperasi Simpan Pinjam Rasa Mandiri. Tujuan utama peneliti menggunakan metode penelitian
kuantitatif adalah untuk menjelaskan penggunaan sistem informasi sumber daya manusia yang berpengaruh
terhadap kepuasan dan kinerja karyawan. Berdasarkan hasil penelitian, peneliti menyarankan: Pengelola
sistem informasi sumber daya manusia di Koperasi Simpan Pinjam Rasa Mandiri diharapkan lebih
mengoptimalkan kenyamanan dalam mengakses, meningkatkan respon sistem yang cepat, meminimalisir
tingkat resiko operasi sistem, Pengelola sistem diharapakan lebih mengoptimalkan tingkat ketelitian dalam
sistem, meningkatkan tampilan sistem supaya memberikan informasi yang sangat jelas, dan sisi kemudahan
menggunakan sistem lebih ditingkatkan, Dan pengelola sistem informasi sumber daya manusia tersebut
setidaknya melakukan pembenahan dalam menghasilkan jumlah data supaya lebih konkrit.
Kata Kunci : Penggunaan HRIS, Kepuasan Karyawan, Kinerja Karyawan
Abstract
The purpose of this study was to analyze the influence of the human resources information systems of
use on employee satisfaction, analyze the influence of the human resources information systems of use to
employee performance, analyze the influence of satisfaction on the performance of employee in Koperasi
Simpan Pinjam Rasa Mandiri. The main goal of researchers using quantitative research method is to explain
the influence of human resources information systems of use that affect the employee satisfaction to employee
performance. Based on the results of the study, researchers suggest: The manager of the human resources
information systems in Koperasi Simpan Pinjam Rasa Mandiri is expected to further optimize the comfort in
access, improve systems response that quickly, minimize the risk of systems operations, The manager of the
systems expected further optimize precision level in the systems, increase the longer the format of the systems
in order to provide information that is very clear, and in the ease of use the systems further improved. And the
manager of the systems are at least doing improvements in result the amount of data that is more concrete.
Keywords : HRIS Use, Employee Satisfaction, Employee Performance
Jurnal Administrasi Bisnis (JAB)|Vol. 23 No. 1Juni2015|
administrasibisnis.studentjournal.ub.ac.id
1
1. INTRODUCTION
Human resources information systems has
a strategic role for the improvement of
organizational performance and the performance of
the human resources to be able to support the
achievement of a competitive advantage. The role
of human resources information systems for
organizations such as human resources information
systems can integrate the management of human
resources in all the functions within organizations
or departments that are spread throughout the
organization, provides information that is essential
to support the manager decision making related to
human resource management, and human
resources information systems could facilitate the
implementation of the monitoring and evaluation
of human resources in the organization. While the
role of the human resources information systems in
the human resources department include checking
capability employee to fill gaps projected in the
organization, highlighting the position of the
incumbent is expected to be promoted, retired, or
dismissed and describe specific jobs or job
classification which has a high turnover rate,
dismissal, absenteeism, performance, and
problems that exceeds normal standards.
As the key, human resources will determine
the successful execution of the company's
activities. Demands the company to acquire,
develop, and retain qualified human resources
increasingly urgent, according to the dynamics
ever-changing environment. Changes need to have
the support of top management as an important first
step to do. Leaders must be able to create and
manage a team, work processes must be developed
and the process of human resources should be a
major focus. Changes and the increased role of the
human resources function is fundamental to
support the organization success. Employee
performance
improvement
and
employee
satisfaction will individually encourage the
performance of human resources as a whole, which
play a role in the increase of productivity. Human
resource management related and affect the
performance of the organization and satisfaction by
way of creating value or use the expertise of
human resources relating to management
practices and target are quite extensive, is not only
limited to the purely operational employee, but
also the managerial levels. Employee performance
appraisals can be a major source of information and
feedback to employee development in the future.
While the assessment of employee satisfaction, for
example with respect to their own work, salary or
wages, promotion, supervision, and co-workers.
Employee performance appraisal and
employee satisfaction must be done regularly and
continuously. The results presented to the board of
directors, supervisors, and to subordinate and then
inserted into the document files employee
concerned, in that it can be used in the human
resources information systems.
2. LITERATURE REVIEW
2.1 The Human Resources Information
Systems
Every company has a system to collect and
maintain data that describes human resources,
turning that data into information, and report that
data to the user. This systems is called the human
resources information systems (HRIS).
According to (McLeod, 2005) Human
resources information systems is a system that
provides information on the human resources of the
company. In other words, the human resources
information systems is a form of interaction or
meeting between the fields of human resource
management and information technology.
2.2 The Characteristics of The Human
Resources Information Systems
The characteristics of the information
prepared in the human resources information
systems are :
a. Timely
b. Accurate
c. Concise
d. Relevant
e. Complete
Manager in a company require information
which has the above characteristics in order to take
a decision.
2.3 The Purpose of Human Resources
Information System
The main purpose of the human resources
information systems, is to improve the efficiency,
where employee data and human resources
activities are combined into one. Many human
resource activities more efficient and less writing
work with automation, and the availability of better
information. The second objective of the human
resources information systems was so that more
strategic and planning-related human resources.
Having an easily accessible database would make
human resources planning and managerial decision
making is based more on information than relying
on managerial and institutional perception.
Jurnal Administrasi Bisnis (JAB)|Vol. 23 No. 1Juni2015|
administrasibisnis.studentjournal.ub.ac.id
2
2.4 The Human Resources Information
Systems of Use
The human resources information systems
of use aimed at improving the comfort access
systems, minimizing any risks of the operation on
access, providing a very quick systems response,
easy to identify when an error occurred and the
systems security can be trusted. The basic form of
the human resources information systems, the
process of creating a human resources or personnel
is reliable in supporting the creation of business
growth, one of them in a manner, balancing the
needs of the employee with the rate of growth of
the quantity of business companies, management
of employee motivation in order to remain
competitive and develop human resources to have
an insight into global business and management
skills, superior in comparison with competitors
2.5 Employee Satisfaction
The positive experience of the use of the
systems will encourage complacency from the
user. If the use of the system can not meet the needs
of the user, it will not increase user satisfaction and
usage in the future will not be realized. Employee
satisfaction is a predictor of significance for
employee, as well as vice versa. Employee
satisfaction is a predictor for individual impact that
would affect the organizational impact. And
determinants of employee satisfaction is the quality
of information, quality systems, quality of service,
and use of such information from the systems.
2.6 Employee Performance
The performance is basically the work of an
employee in a particular period that is individual,
because each employee has a different ability level
in the task of its work. Employee work results will
be good and in line with targets set if employee feel
safe and comfortable in a given job. According to
(DeLone and McLean, 2003) Performance is
defined as a measure of success of a person's
behavior as employee or in work, achievement of
the targets set a target goal of work, way of working
and the nature of one's personal or learning
outcomes that resulted from a job function within a
given time period or at this time.
2.7 The Influence of HRIS Use on Employee
Satisfaction
The influence of the human resources
information systems use on performance can be
defined as the level at which a person believes that
using the systems can improve its performance.
This will be focused to see to what extent the
impact of the use of the human resources
information systems to the satisfaction of the
employees. If a person feels satisfied towards
information systems are used, then they will tend
to feel comfortable and secure during work with the
use of these systems so that they will find it helpful
in completing the job. Predicted that the higher
levels of job satisfaction will use information
systems, it will be the higher the level of their
performance as well.
2.8 The Influence of HRIS Use on Employee
Performance
The human resources information systems
of use is very influential with the performance of
employee, namely, improving the performance of
the individual users of the systems, the intensity of
use of the systems significantly to affect the
performance of employee and shows a positive
relationship between the intensity of use of the
employee performance. When the level of the
systems of use by the user either will be the better
also their performance levels. Improvement of the
learning systems users this affects the quality of
performance of employee in the company.
2.9 The Influence of Employee Satisfaction on
Employee Performance
The job satisfaction of employee was a
significant predictor of an employee performance
itself. Employee satisfaction on that systems that
can meet the needs of the work will affect the
performance of individuals in the organization. The
higher the satisfaction of the employee
performance is going to be higher. The
performance of the employee affected by the
employee satisfaction. Employee satisfaction itself
is the individual feelings towards his work.
3. RESEARCH METHODS
3.1 Type of Research
This type of research is an explanatory
quantitative research is to describe the human
resources information systems of use that influence
employee satisfaction and performance. This
research was conducted in Koperasi Simpan
Pinjam Rasa Mandiri. Explanatory research is a
research that explains the causal relationships
among variable and hypothesis testing studies. In
explanatory research, the approach used in this
research is a survey method, namely research
conducted to obtain facts about phenomena that
exist in the object of research and look for the
actual description and systematic.
Jurnal Administrasi Bisnis (JAB)|Vol. 23 No. 1Juni2015|
administrasibisnis.studentjournal.ub.ac.id
3
3.2 Research Variable
In this study the variables examined are
divided into two groups, the independent variable
and the dependent variable. Definitions for each of
these variable is as follows :
1. Independent Variable
X = The Human Resources Information
Systems of Use.
2. Dependent Variable
Y1 = Employee Satisfaction.
Y2 = Employee Performance.
3.3 Data Collection Techniques
Data collection methods used by research to
obtain data is as follows :
1. Questionnaire.
This method is done by making a list of
questions relating to the issue of research to the
respondents. Is a technique now by spreading
data feeder consisting of a set of questions
addressed to the respondents to obtain data in
writing related to this research. The closed
questionnaire form, in which respondents can
only select a choice answers with the answers
that had been provided.
2. Observation.
Observation is a data collection done by
observing or observing people or events in the
work environment and record information. In
observation techniques researchers observed
the company to obtain an overview as well as
the activities conducted with regard to the use
of information technology at Koperasi Simpan
Pinjam Rasa Mandiri.
3.4 Test Research Instrument
This research used in the questionnaire as a
tool of analysis. Therefore, in the analysis carried
out more resting on the respondents score on each
observation. Where as a validity score response
depends on data collection. Good data collection
instruments must satisfy the essential requirements
which are 2 valid and reliable.
1. Validity Test.
2. Reliability Test.
3.5 Analysis Method
1. Descriptive Statistics Analysis.
The data analysis was conducted after
investigators gather all the necessary data in
the study. Researchers have done some
preparation phase of data to facilitate the
process of data analysis and interpretation of
the results, namely: editing, coding, tabulate.
2. Inferential Analysis.
a) Path Analysis.
Path analysis is regression analysis to
estimate the causal relationships between
variable or causal model predetermined
based on the theory.
b) Looking Directly Influence.
Direct connection occurs when one variable
affects other variable, without any third
variable that mediate the relationship
between the two variable to find the direct
influence between the variables of the
analysis of the first path created equations
to find the path coefficient.
c) Looking Indirect Influence.
Looking for the magnitude of the indirect
effect between variable can be done by
multiplying the path coefficient. Based on
the path diagram, the influence of indirect
variable is by multiplying each the Beta β
coefficient path X on Y1 and Y2.
4. RESULT AND DISCUSSION
4.1 Calculation Analysis of Path
As for the calculation of the direct influence
of the partially variable is as follows:
a) Direct influence between HRIS of use variable
(X) against employee performance variable
(Y2). From the calculation results in partial
HRIS of use (X) has a significant influence on
employee performance variable (Y2) at the
error rate of 0.05 (α = 5%) when other variable
are assumed constant. This can be evidenced
by the magnitude of the Beta β coefficient path
0,383 t with a probability value of 0.009 (0.009